Materials presented are for general informational purposes only and do not constitute official University rules, policies or practices, or interpretations or summaries of such rules, policies or practices. No warranties or representations are made as to the accuracy of any information presented. Any discrepancy between the information presented here and the official rules and policies of the University of Oregon and the Oregon University System is not intended to and does not alter or amend the official rules and policies.
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P&T for Tenure Track Faculty Who Will Undergo Review 11/11/14
This workshop addressed promotion and tenure matters for tenure track faculty who will undergo review during AY 2015-2016. Aimed at both tenure cases and promotions to full professor, this session focused on the promotion and tenure process, the timing of the efforts required, and the respective roles of the department, the department head, and the candidate.
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Transcript
Materials presented are for general informational purposes only and do
not constitute official University rules, policies or practices, or interpretations or summaries of such rules, policies or practices. No warranties or representations are made as to the accuracy of any information presented. Any discrepancy between the information presented here and the official rules and policies of the University of Oregon and the Oregon University System is not intended to and does not alter or amend the official rules and policies.
Promotion and Tenurefor Untenured Faculty
Presented by Doug Blandy
Senior Vice Provost For Academic Affairs
Promotion & Tenure ForFaculty Who Will Undergo Review 2014-15
Ken Doxsee
Vice Provost For Academic Affairs
November 11, 2014
• P&T: Process and Timetable
• Candidate’s Responsibilities
• Department Responsibilities
• Other Factors That Influence the Review of a Case File
• Q & A
OVERVIEW
• Preliminary Work
– Department Head notifies faculty of upcoming review
– Candidate’s contributions to the process
– Identification and solicitation of external reviewers
• Department Review
– Personnel Committee – usually report and vote
– Vote by voting faculty (signed, secret ballot)
– Department Head report and recommendation
P&T PROCESS AND TIMETABLE
• School/College Review
– Personnel or Advisory Committee (elected) – report and vote
– Dean – report and recommendation
• University Review— Faculty Personnel Committee (elected) – report
and vote — Provost – review and decision
P&T PROCESS AND TIMETABLE (CONT’D)
Decision announcement target date: May 1
• A record of concrete achievement in research or creative practice, teaching, and service …
• … demonstrating a convincing likelihood of a long-term career of academic excellence
EXPECTATIONS FOR PROMOTION & TENURE
• High standards / High success rate
• Tenure: accumulated accomplishments in scholarship, teaching, and service –TRAJECTORY
P&T AT THE UO
–Research (scholarship/creative practice): (inter)national reputation for creation of new knowledge in one’s field
– Teaching: excellence in fostering learning (undergrad, grad)
– Service: evidence of good citizenship
P&T AT THE UO (CONT’D)
• Clearly meet/exceed criteria for research (‘R’)/creative practice
– Quality and impact of work
– Extent of publication or other refereed accomplishment
• Clearly meet/exceed criteria for teaching (‘T’)
• Adequate service (‘S’) to indicate likelihood of continued/expanded engagement
EXPECTATIONS FOR PROMOTION & TENURE
• Excellent ‘S’ does not compensate for deficient ‘R’ or ‘T’
• Clearly deficient ‘R’ or ‘T’ will result in denial of tenure and/or promotion
• Marginally above the bar in either ‘R’ or ‘T’ may be offset by outstanding success in the other
• Marginally above the bar in both ‘R’ and ‘T’ – the difficult decisions
“CROSSING THE BAR”
• Waiver / non-waiver letter
• Vitae (signed and dated)
• Candidate’s statement (signed and dated)
• Suggestions regarding external reviewers
CANDIDATE’S RESPONSIBILITIES
CANDIDATE’S RESPONSIBILITIES (CONT’D)
• Supplemental material• All publications or other professional or creative
accomplishments (returned after case is completed)
• Documentation of publications in press (or professional equivalent)
• Teaching portfolio (optional, but common)• Service portfolio (required)
• Options
– Entirely closed
– Closed except for internal letters
– Open except for external letters
– Entirely open (default)
WAIVER / NON-WAIVER
• Your decision – you should feel no pressure on this
• A letter is required in all cases – department will prepare for you from an available template after your decision
• Timing: waiver/non-waiver letter must be signed before external letters are solicited
WAIVER / NON-WAIVER (CONT’D)
• Full profile (including teaching and service)
• Education: Include graduation dates, mentor’s names
• Distinguish peer-reviewed publications from other research or writing activity
– Present the complete bibliographic citation in the style appropriate to your field’s principal journal(s)
– Provide full lists of co-authors in the published order
VITAE
• Appropriately sort work in areas other than conventional publication (e.g., performances, exhibitions, etc.)
• Recommended: reverse chronological order
VITAE (CONT’D)
• Manuscript/accomplishment status
– In press: galleys + commitment to publish (volume or date?)
– Accepted: all revisions complete, but not yet in press
– Accepted with revisions: revision + editorial decision required
– Revise and resubmit: additional review anticipated
– Submitted: no review yet completed
VITAE (CONT’D)
VITAE (CONT’D)
• “The Book”
– Signed contract, manuscript complete and accepted, with no further revision (copy edit/galley proof can be pending)
• Include work in progress
– Separate section
– Important in discerning future potential
• Dissertation, other theses, technical reports, working papers, etc. – include, but in a separate section unless published via an established peer review process.
• Electronic publications – ditto
VITAE (CONT’D)
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• Conferences and other appearances
– Provide full reference to event, date, location
– Distinguish (and separate) peer-reviewed
– Distinguish (and separate) international
– Recommend reverse chronological order
– Avoid padding with local contributions (e.g., guest lectures – place in teaching or service section)
VITAE (CONT’D)
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• Short: perhaps 5-6 pages
• General vs. professional readership
– Balance; display your ability to teach
• Accomplishments, current activities, and future plans for research, teaching, and service
• Contributions to institutional equity and inclusion (portfolio)
• Contributions may address a wide range of equity and inclusion issues.
• These contributions may be made through scholarship, teaching, and/or service.
• Activities are relevant whether carried out at the UO or externally – e.g., within academic or professional associations, non-profit, governmental, and/or private sector organizations.
CONTRIBUTIONS TO EQUITY & INCLUSION
• Impacts may be at the:
– individual level (work with individual students, faculty, community members, or organizations),
– programmatic level (establishment or provision of leadership to a formalized program), or
– institutional level (strengthening of institutional policy or practice toward equity and inclusion).
CONTRIBUTIONS TO EQUITY & INCLUSION
• Faculty needing assistance in articulating their contributions toward equity and inclusion OR finding opportunities for such contributions should contact the Center on Diversity and Community (CoDaC) at [email protected] for an individual consultation session.
• Hard copies available here of a guidance document for faculty on preparing an equity and inclusion portion of a statement